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FDIP for Department Mentors, Chairs, and Administrators

Thank you for your support and interest in the Faculty Diversity Internship Program!

If you would like to have a FDIP intern in your department the upcoming semester, please contact the FDIP Coordinator:

Alejandro Wolbert Pérez
Peralta Community College District
Faculty Diversity Internship Program Coordinator

                  FAQ image

  1. What are the benefits of the Faculty Diversity Internship Program placement for the college?

    • FDIP helps colleges identify, train, prepare and develop a creative talent pool to fill department needs. Interns are individuals who mirror the diversity of your student population and are committed to a diversity of perspectives. In addition, the program offers regular training for prospective and current faculty that will improve their ability to help students learn and succeed.

        2. What are the steps to placing an intern at my college?

    • Starting in Spring 2016, the steps for placing an intern have changed, so that interns must go through a selection process run by the program. They must apply during the deadlines established by the coordinator and HR. (How to Apply)
    • Once an intern is ready to be hired (after attending trainings and the development of an appropriate FDIP portfolio) and a position is available, the mentor must:
      • Sign a FDIP Contract with the intern (keep copies, turn one in with the ePAF, and send a copy to the FDIP Coordinator)
      • Complete a FDIP Learning Objectives Worksheet with the intern and send it to the FDIP Coordinator
    • The administrator overseeing the discipline where intern is placed initiate ePAFs (electronic Personnel Action Forms) for the intern as well as the mentor. Signed FDIP Contracts must be submitted with the ePAF. Copies of the contract should be kept by the mentor, intern, and be forwarded to the FDIP Coordinator (
    • Intern and mentor must also complete the FDIP Learning Objectives Worksheet and send it to the FDIP Coordinator.
    • Once all documentations are received at Human Resources, the Intern will be contacted for an intake interview. Prepare for intake by reviewing this HR sheet: HR Information and Checklist for New Faculty Hires.

        3. Who do I contact for files of eligible applicants to interview?

    • Please contact the FDIP Coordinator for a list/files of eligible applicants in the discipline you are interested in recruiting.

4. What are a mentor’s responsibilities?

Please refer to this chart: Mentor Activities and Responsibilities

5. Does the Mentor get paid for their service?

    • If your intern meets MQs, then mentors are NOT paid a stipend.
    • If your intern does NOT meet MQs, Mentors are paid a stipend at the end of the semester by submitting a timesheet to his or her dean. This stipend is calculated by subtracting the intern’s hourly rate from the mentor’s extended service hourly rate and multiplying that against the number of semester hours.

[mentor extended rate] – [base part-time faculty rate] x units x 17.5 = mentor stipend

    • An ePAF needs to be completed for the mentor at the beginning of the semester, and the mentor needs to sign a time sheet in order for the stipend to be approved.

       6. Who pays for the FDIP intern and mentors’ stipend?

    • The cost of the intern and mentor assignments is paid for by the college where the intern is placed.

         7. Do Interns need to be evaluated?

       8. How many semester can an intern participate in the FDIP?

    • Interns can participate in FDIP up to four semesters.

       9. How often do the Intern and Mentor complete the FDIP placement contract?

    • For every semester the Intern and Mentor is partnered with FDIP, a new contract AND learning objectives worksheet must be completed and submitted to the FDIP Coordinator.

       10. What happens at the end of the internship?

    • If the mentor deems that the intern has successfully completed her internship, then the mentor should write a letter that gives specific examples that demonstrate this success.
    • To move into the “preferred part-time hiring pool,” an intern must earn a “surpasses requirements” on a formal evaluation and have met Minimum Qualifications for their discipline.
      •  If the intern was initially hired while in graduate school, they should also contact HR to change their pay scale to accurately reflect their education and experience.
    • If an intern does not earn a “surpasses” on the formal evaluation, the internship can continue (up to 4 terms), so that they may be re-evaluated. Or, the intern can be placed in the regular part-time pool without the “preferred” hiring status.
      • To change an intern’s designation from “Intern” to “Part-Time faculty”, the administrator must issue a new ePAF to change the intern’s status.

  • Faculty Diversity Internship Program

    Monday 8 August 2022
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  • Peralta Community College District

    The District comprises four colleges serving northern Alameda County.